الفهرس 
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Abstract
Organizational support means that employees feel secure and know that the organization is supporting them employees who perceive low levels of perceived organization support are more likely to develop negative attitudes towards the organization, such as organizational cynicism found that low levels of perceived organizational support were associated with increased levels of organizational cynicism (Zan & Altunta, 2019).
Perceived organizational support and reduce organizational cynicism. A high level of perceived organizational support may mean that employees perceive the organization as good and positive, if this level is low, they perceive it as bad and negative. This may decrease the perceived organizational support of employees while increasing organizational cynicism (Bal, 2020).
This study aimed to determine the relationship between perceived organizational support and organizational cynicism among staff nurses through assessing perceived organizational support level among staff nurses, assessing organizational cynicism level among staff nurses and finding out the relationship between perceived organizational support and organizational cynicism among staff nurses.
A descriptive correlational design was used for conducting this study. This study was conducted at twelve units in cardiovascular surgery hospital, which affiliated to Ain Shams University Hospitals. These units were emergency department, operations department (cardiothoracic surgery OR, Chest OR and cardiac Cath lab), ICU (adult, pediatric, intermediate, chest, post cath lab), CCU and inpatient unites (6th and 7th floors). Hospital total capacity is (182) beds. The study subject were include all available staff nurses working in cardiovascular surgery hospital, which affiliated to Ain Shams University, their total number is (120) staff.
The data for this study were collected by using tow tools namely:
The first tool: Perceived Organizational Support Questionnaire, It consisted of two parts:
Part 1: personal and job characteristics: This part aimed to collect the personal and job characteristics of study subjects such as: age, gender, educational qualifications, marital status, years of experience, current work department, and years of experience in this department.
Part 2: perceived organizational support questionnaire: It contains 45 items grouped under three main dimensions namely: supervisor support (19 items), fairness (14 items) and job conditions (12 items).
The second tool: organizational cynicism scale: - It contained 13 items grouped under three main dimensions namely: Affective (4 items), Cognitive (5 items) and Behavioral (4 items).
The present study revealed the following main results:
• Nearly half of the staff nurses were aged less than 25 years old and have bachelor of nursing, As well as more than half female , and near to two thirds were single ,that two thirds had less than 5 years of experience . As well as less than quarter of them with current department were pediatric ICU, intermediate ICU. In addition, more than three-quarters had less than 5 years of experience in their department.
• More than two-fifths of the studied staff nurses have a high perception level regarding supervisor support. While, nearly half of them have moderate perception level regarding Fairness, as well as near to one-quarter of them have low perception level regarding job conditions, respectively.
• Less than three-quarters of the studied staff nurse have low level of organizational cynicism regarding affective cynicism, respectively. Also, more than one-fifths of them have moderate level of organizational cynicism regarding cognitive cynicism.
• There were highly statistically significant relations between total perceived organizational support levels and their age, gender, educational qualification and current department at. Also, there was no statistically significant relation with their marital status and with their years of experience in nursing, years of experience in your department at.
• There were highly statistically significant relations between total organizational cynicism levels and their age, gender, educational qualification, current department . Also, there was no statistically significant relation with marital status and their number of years of experience in your department at while there was statistically significant relation with their years of experience in nursing at .
• There was a highly significant negative correlation total nursing staffs’ perceived organizational support levels, and Organizational cynicism levels.
Conclusion
In the light of the present study findings, more than two-fifths of the studied staff nurses have a high perception level regarding supervisor support. While, nearly half of them have moderate perception level regarding Fairness, as well as near to one-quarter of them have low perception level regarding job conditions. Also less than three-quarters of the studied staff nurse have low level regarding affective cynicism and more than one-fifths of them have moderate level of regarding cognitive cynicism. As revealed the correlation between perceived organizational support and organizational cynicism that there were a highly significant negative correlation between staff nurses perceived organizational support levels, and organizational cynicism levels total score.
Recommendations
• Open-door policies must be implemented by administrators. Employees will have opportunity to share their opinions without fear.
• Improving pay and benefits, health insurance, and acknowledging and rewarding job performance all contribute to a decline in organizational cynicism.
• The working environment should be more polite to reduce workplace rudeness, which in turn reduces organizational cynicism.
• We must provide the head nurses attention to employee complaints, understand what absenteeism causes. And don’t ignores any extra effort from nurse.
• When interacting with their staff, nurse managers need to have emotional intelligence and be more understanding.
• Exchange of information and regular contact help in the early detection of negative attitudes, particularly in new staff nurses.
• Provide flexibility in scheduling balance between work and family and provide frequent feedback for nurses.
For conduct future research is recommended as
• Evaluate the relationship between professional nursing autonomy and organizational support among staff nurses.
• Evaluate perceived organizational support and its relation to work engagement.
• Evaluate the relationship between organizational cynicism and turnover intentions.
• Evluate relationship between Organizational Cynicism and job crafting.